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Two things:

1. With the way the oil filters look after 10,000 miles, why would you ever want to stretch it to 20,000? The filter would end up looking like a raisin and if it has a pressure-bypass mechanism in it, that oil could end up unfiltered for thousands of miles

2. When my kids were babies, some genius at one of the big diaper manufacturers came out with the "2 week diaper", (no, we did NOT try it).  Just because it can be done does not mean it's a good idea.

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Probably not, until we show them pictures of oil filters that overstayed their welcome! LOL  

We have had several high-dollar repairs in the last year due to poor oil changes, extended intervals, etc. 

I even wrote a post for our Google+ page entitled "Oil Change Disasters". I'll find it somewhere and share the link. People tend to get it when we show them a picture

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  • Have you checked out Joe's Latest Blog?

         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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